All interviews can seem stressful- some more than others. Stress interviews can vary from uncomfortable to earth-shaking. The point of stress interviews is to see how you can respond under pressure. They’re usually given to people in high level and stressful jobs. If you can handle the stress of an interview, then you’re likely to be able to handle the stress of the job. Stress interviews can ask questions that seem to cross the line, rude, uncomfortable, and at a rapid pace. From asking the same question repeatedly, being spoken to rudely, or facing multiple interviewers, stress interviews can wear a person down.
Types of Questions
How many other jobs are you applying for?
Why were you fired? Was the job too much for you to handle?
Was the stress of your previous job too much for you to handle?
Why haven’t you achieved more in your current role?
If you were good at your previous job why did you not get promoted?
Telling candidate they are not a very good fit for this job.
Ignoring the candidate and seems interested in other things as he/she asks questions.
Asking the same questions over and over again. Making the candidate re explain over and over again.
Asking questions like “How much does the ice hockey rink weigh?” or “How many rats are in New York City?”
How to Handle Stress Interviews
Just because the interviewer appears rude or aggressive, it does not mean that he/she doesn’t like you or want you to fail the interview. This is their job.
Act as if everything is completely normal.
Do NOT get angry and aggressive back. Remain calm. Take a second to gather yourself if this happens.
Keep a smile on your face.
Communicate your skills, strengths, and abilities quickly and efficiently.
Put your personality into your responses.
Focus on the how you solve a problem instead of getting the correct answer.
There’s always a way to turn around a negative statement about your performance. For example, when asked why you haven’t been promoted if you’re good at your job, discuss low turnover and no room for internal growth.
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